Talent mobility professionals are often the bridge between employees and corporate culture, tasked not only with moving talent across borders but ensuring they land in environments where they can thrive. According to a global study from Coqual, LGBTQ+ professionals are facing increasing challenges that threaten that mission.
The report, Pride Under Pressure: Charting a Course for Global LGBTQ+ Workplace Inclusion, draws on data from five countries—Brazil, India, South Africa, the U.K., and the U.S.—and reveals widespread discrimination, significant turnover risk, and a global shortfall in meaningful workplace support for LGBTQ+ employees.
Why It Matters for Mobility
Mobility practitioners already understand that personal identity influences where and how talent is willing to relocate. Coqual’s findings reinforce this: Nearly one in five Gen Z professionals globally identify as LGBTQ+, and many say their sexuality or gender identity has shaped every career decision, including where they’re willing to live and work.
“I’ve always let my sexuality guide where I choose to live,” said one genderfluid pansexual professional in the U.S. “It would be naïve to say otherwise.”
For companies seeking to recruit and retain global talent, the implications are clear: Failure to protect LGBTQ+ employees—especially those on assignment or in cross-cultural roles—can derail business goals and damage employer reputation.
A New Framework for Action
To help organizations navigate these challenges, Coqual shares a strategic tool that focuses on four dimensions:
- Case: What’s your business case for LGBTQ+ inclusion?
- Capacity: Do you have the leadership, infrastructure, and resourcing to act?
- Context: What are the local legal and societal dynamics of the markets you operate in?
- Culture: What’s the on-the-ground employee experience?
Whether companies are just beginning their inclusion journey or expanding global initiatives, this framework offers a roadmap for moving from symbolic gestures to systemic change.
The Reality on the Ground
The report documents severe day-to-day challenges for LGBTQ+ professionals:
- More than two-thirds of respondents in India and South Africa say anti-LGBTQ+ discrimination has significantly harmed their mental health.
- Across all five countries, LGBTQ+ professionals are at greater risk of turnover—nearly double in some regions—than their non-LGBTQ+ peers.
- Harassment, bullying, and identity “policing” are common in the workplace.
- Many feel pressure to downplay or hide their identity to advance in their careers.
In mobility contexts, where personal and professional upheaval already strain employee well-being, these risks are amplified.
Out Leaders Are Still Outliers
One of the report’s more sobering findings: Even when LGBTQ+ role models are present, many employees feel they must conceal their identities to reach leadership positions. In India, more than half of LGBTQ+ professionals believe they would need to hide their orientation to become an executive.
This signals a crisis of confidence and underscores the importance of visible, supported LGBTQ+ leaders in relocation and mobility-adjacent roles.
Intersectionality and Location Matter
The report also underscores how race, gender, geography, and urban/rural divides intersect with LGBTQ+ identity:
- In the U.K., non-white LGBTQ+ professionals report significantly more harm to mental and physical health than their white peers.
- In South Africa, 85% of transgender and nonbinary professionals say they’re pressured to hide their gender identity at work.
- In the U.S., LGBTQ+ employees in non-urban areas are far less likely to have access to ERGs or inclusive programming.
From Rainbow Washing to Real Commitment
Despite an uptick in rainbow logos and Pride-themed marketing, less than half of professionals in the U.K., U.S., and Brazil say their companies offer any meaningful programming or support tailored to LGBTQ+ employees.
Coqual warns that this disconnect between public displays and internal culture can erode trust and fuel disengagement.
What Global Mobility Professionals Can Do
For mobility teams, the report offers clear takeaways:
- Advocate for Inclusive Policies: Partner with DEI, legal, and leadership teams to ensure relocation policies address the specific needs of LGBTQ+ employees, especially those in high-risk regions.
- Educate and Train: Implement training for mobility consultants and HR business partners on issues of identity, local laws, and cultural sensitivity.
- Create Safe Channels: Establish anonymous feedback mechanisms for LGBTQ+ assignees and ensure they have clear recourse if discrimination occurs abroad.
- Avoid One-Size-Fits-All Approaches: Tailor support packages with intersectionality in mind. What works for a gay professional in London may not work for a trans employee relocating to Johannesburg.
Final Thought
As the report reminds us: “We are not yet liberated as a queer community in corporate spaces.” For the talent mobility industry, that means we’re not yet finished building truly inclusive pathways for talent.